The role of cyberloafing and procrastination behaviour on employee engagement and their impact on employee performance

. Technological development is getting faster and causing the growth of digital society. One of technology that commonly used is Internet. It makes many people become addicted. This impact occurs to PT. Mitratani Dua Tujuh, Jember. Some of their employees doing counter-productive work behaviour, such as accessing the internet for personal gain during working hours (cyberloafing) and like to put off their tasks that need to be done (procrastination behaviour). This research analyses the influence of cyberloafing and procrastination behaviour on employee engagement and examine the effect of self control as a moderating variable on employee performance. Questionnaire was used to collect the data of 84 administration staff (non-production worker). The Structural Equation Modelling (SEM) with Partial Least Square (PLS) approach was used to analyse the data. The result shows that cyberloafing and procrastination behaviour have significant negative effect on employee engagement. Furthermore, employee engagement has significant positive effect on employee performance. Otherwise, self control does not moderate the relationship between employee ’ s engagement and employee ’ s performance. But, self control have significant positive effect on employee performance. This research indicate that company should give attention to employee ’ s engagement to maintain the consistency of their performance.


Introduction
The development of technology from time to time is getting faster.Technological developments led to the development of a digital society.The convenience that is obtained by utilising technology makes every person use technology anywhere and anytime [1].The existence of technology creates many innovations and conveniences that can be enjoyed by humans like communication becomes easier, as a media for spreading information, for transactions, education, and others.
One type of technology that is developing quite rapidly and used by everyone is Internet.According to [2], the internet provides some features.Besides to sharing data, searching and downloading any information, and for entertainment, by using internet also make the interaction with other people through social networks become easier.Based on survey results from the Association of Indonesian Internet Service Providers (APJII), the number of internet users in Indonesia has increased from year to year.
Besides having some positive impact, the internet also has a negative impact for the user.Based on [3] statement, the internet seems to be a primary need that greatly influences human life.One of the negative impacts of the internet is to triggers counterproductive behaviour.Many people become very dependent and addicted to accessing the internet anywhere and anytime, and have a tendency to postpone their work and prefer to access the internet.A tendency to use internet continuously over the limit, can give some negative effect [4].Everyone can be addicted to the Internet regardless of age, gender, or profession.Even, in a company, there are many employees/staff that are addicted to the internet.
According to [5], the use of internet facilities during working hours for personal activities that are not related to work is called cyberloafing.If this happens, it can make employees do a procrastination behaviour.According to [6], procrastination behaviour is the habit of delaying someone's work.Cyberloafing and procrastination behaviour can affect employee engagement [7].Employee engagement is an emotional concern and commitment in the organisation [8].The existence of an emotional commitment that makes employees really care about their work and will form an attachment that can affect employees in completing the work.Employees who have high engagement can be seen from their enthusiasm, passion, and their energy in doing the tasks that are given by the company.
According to [9] Joushan et al., the engagement of employee to do the tasks can affecting the performance of a company.To keep behaviour and emotional commitment to be maintained, the employee needs to have self-control abilities.Self-control is an effort and ability in managing someone's actions towards positive action [10].Good self-control ability is very important to have by the employees.With self-control, employees can manage their behaviour to stay positive in the office.
One of the companies in the agro-industrial sector is PT.Mitratani Dua Tujuh.The competition between companies requires an agro-industrial company to have employees with good performance so the company's targets can be achieved.With high performance, the company will be more productive and can compete with other companies.In this company, employees can use office internet facilities to support their work.However, there is a problem in the company, some employees doing counterproductive behaviour.The counterproductive behaviour that carried out by the employees is accessing the internet for personal gain during working hours (cyberloafing behaviour) and putting off their tasks (procrastination behaviour).The company is worrying that activities can affect employee engagement and performance.
Based on these problems, a study was conducted to analyse the effect of counterproductive work behaviour (cyberloafing and procrastination behaviour) on employee engagement, analyse the effect of employee engagement on employee performance, and to find out how self control ability can influence the relationship between employee engagement and employee performance.The result of this study are expected to be useful for the company and give solutions to fix the problems and reduce cyberloafing and procrastination behaviour of the employees.Then, the results of this study are also expected to provide an overview for companies how to improve employee engagement and self-control abilities so that employee performance at PT. Mitratani Dua Tujuh can stay maintained.

Cyberloafing with employee engagement
Cyberloafing has received a lot of attention from researchers [11].This is because many employees spend up to 60% of their total working time doing online activities that are not related to work, which has a negative impact on the company.According to [12], cyberloafing behaviour can cause several negative actions such as decreased productivity, decreased employee discipline, and incomplete work.
Cyberloafing also has an effect on employee engagement.According to [13], employee engagement is the emotional commitment and involvement of employees towards the organisation and the company goals.A study conducted by [14] shows that cyberloafing has a negative and significant effect on employee engagement.An emotional commitment makes employees care about their work and will create an engagement that can influence the employees to completing the work that assigned to them [15].Counterproductive work behaviour like cyberloafing can break the focus of the employee, so they cannot work optimally and give an influence to employee's engagement.Therefore, the hypothesis is developed: H 1 : Cyberloafing have significant negative effect on employee engagement

Procrastination behaviour with employee engagement
Procrastination is the habit of postponing work that should be done and prefer to do something that more enjoyable such as playing handphone, browsing, joking with friends, etc [16].People with procrastination behaviour usually have an inability to set priorities, have low commitment, and inconsistent.Employees who are afraid and unable to face this situation will choose to postpone their work [17].
When someone likes to procrastinate and doesn't engage to their work, they don't have the desire to complete their tasks, so they don't care about it and prefer to prioritise other things.Research has been conducted by [18] which explains that procrastination behaviour has a negative impact on employee engagement.In this study, it was stated that one of the causes of low employee engagement is employee behaviour, one of which is when employees lose enthusiasm to complete their work.So, the hypothesis is formed: H 2 : Procrastination behaviour have significant negative effect on employee engagement

Employee engagement with employee performance
This emotional commitment is based on the concern and engagement of the employees.According to [19], engagement is a connection, commitment, involvement, loyalty, and also a feeling of belonging to the company so that it will create a sense of pride and a desire to contribute to the company.When employees are engaged to their company, the employee will have an awareness of their role so they can give their best abilities or performance [20].
Empirical research was conducted by [21] about employee engagement and employee performance.The results of this research state that employee engagement has a positive and significant effect on employee performance.According to [22], performance can be achieved by several factors.The main factors are internal factors that come from the employees.When employees are engaged, they will be interested and very enthusiastic about achieving the goals or targets set by the company.Thus, the hypothesis is as follows: H 3 : Employee engagement have significant negative effect on employee performance Self-control has a big influence on a person's behaviour, this is because the result of the self-control process is behaviour that is visible and can be seen by other people [23].Good self control ability can make a person be able to regulate their emotions and know what situations and conditions that are appropriate to express these emotions [24].With selfcontrol ability, employees can regulate their behaviour to maintain positive behaviour in the company.

Self control and employee engagement with employee performance
A researchs conducted by [25] explains the relationship between employee engagement, self-control and employee performance.The results of this research state that the moderating effect of this self-control variable has positive effect on the relationship between employee engagement and employee performance.It means that self-control can strengthen the relationship between employee engagement and employee performance.To make emotional commitment of the employee to be maintained, employees must have selfcontrol abilities.With good control and engagement skills, employees can avoid deviant behaviour, so that company goals can be achieved more easily.Therefore, the hypothesis is developed: H 4 : Self control moderates the relationship between employee engagement and employee performance

Methods
The research was conducted to 84 office employees (non-production/administration staff) from all departments in PT.Mitratani Dua Tujuh, Jember from January 2023 to March 2023.As a limitation of this research, the counterproductive work behaviour used is limited to cyberloafing and procrastination behaviour.There are 5 variables used in this study related to the issues that occur in this company.Cyberloafing that consists of four indicators adopted from [7], procrastination behaviour was measured by four indicators adopted from [26], employee engagement with three indicators which are referred to [9], employee performance with three indicators which were adopted from [27,28], and self control that consist of four indicators adopted from [29,30].The survey was conducted using 28 items of questionnaire with five possible answers using likert scale based on the frequency of activities carried out by the employees, with a range of values from 1 (never) to 5 (always).Then, the 84 responses were analysed using structural equations modelling with the partial least square approach (SEM-PLS).SmartPLS 3.0 was used to examine the hypothesis of the research.The research model can be seen in Figure 1.For the Goodness of Fit test for the structural model (inner model), the coefficient of determination values obtained for employee engagement and employee performance variables were 0.363 and 0.327.Furthermore, this value is used to calculate the Q 2 which is used to measure a model has predictive relevance or not and how well the observed values are generated from the model and its parameter estimates.The model is said to be feasible and have a good observation value if the value of Q 2 > 0 [31].The calculation of Q 2 in this research is: (1) (2) Based on the calculation, the Q 2 value obtained is 0.237.This shows that the model used has a good predictive relevance and feasible.Evaluation of the Goodness of Fit for measurement model (outer model) includes convergent validity, discriminant validity, and composite reliability.Based of the measurements, it is known that all constructs in the measurement model have met the criteria of the three tests.The criteria for convergent validity are the outer loading value > 0.7 and the AVE value > 0.5 [32].For discriminant validity, the criteria is the cross loading value of that variable higher than other variables [33].Meanwhile, the composite reliability criteria can be seen from the composite reliability value > 0.7 [33].The results of the test can be seen in Table 1 to Table 3 Evaluation of the measurement model (outer model) is used to see the relationship between the indicators and their latent variables which can be seen from the outer loading values.The requirement of outer loading value is > 0.7 [32].The results can be seen in Table 4.Meanwhile, evaluation of the structural model (inner model) is carried out to determine the significance value of the latent variables.Significance testing is carried out using the Bootstrapping technique and the path coefficient and p-value will be used for hypothesis testing.In hypothesis testing, if the path coefficient is positive, then the influence between variables is positive.If the value of the exogenous variable increase, the value of the endogenous variable also increases.Meanwhile, if the value of the path coefficient (path coefficient) is negative, then the influence between variables is in the opposite direction/negative.So, if the value of the exogenous variable increases, the value of the endogenous variable will decrease.Then for the P-Value if it is less than 0.05 it is said to be significant, otherwise if it is more than 0.05 it is said to be not significant [34].The results of hypothesis testing can be seen in Table 5.

The effect of cyberloafing on employee engagement
Based on hypotheses testing, the results show that there is a negative and significant effect on the relationship between cyberloafing and employee engagement.This is shows that the high intensity of cyberloafing behaviour carried out by employees, the employee engagement will decrease.The results of this study are the same as the results of a study previously which stated that cyberloafing behaviour has a negative effect on employee engagement [35].
According to [36], cyberloafing behaviour can have a negative impact.One of the impacts of the high intensity of employee cyberloafing behaviour is the low emotional attachment or commitment of employees to their work.Based on the survey results, by looking the highest outer loading value in this variable, it is known that cyberloafing behaviour that carried out by employees PT.Mitratani Dua Tujuh is by accessing social media and personal email.

The effect of procrastination behaviour on employee engagement
Based on hypothesis testing, the results show that there is a negative and significant effect on the relationship between procrastination behaviour and employee engagement.Higher intensity of procrastination behaviour carried out by employees will make the employee engagement decrease.The results of this study are same with the results of previous research conducted by [18] who concluded that procrastination behaviour has a negative effect on employee engagement.
From the results of distributing questionnaires to employees of PT.Mitratani Dua Tujuh, by looking the highest outer loading value in this variable, it is known that procrastination variable is strongly influenced by the first indicator, that is reluctance to carry out tasks (X21).Employees do same activities every day, this is can causes employees get bored and can trigger a reluactance to do their task.In real conditions, based on the highest average value according to the variable description, the largest average value is found in the third indicator, that is the need for excessive working time (X23).This is shows that employees feel that the time or deadline for the assigned task is the biggest reason to do procrastination behaviour.In hypothesis testing, the results show that there is a positive and significant effect on the relationship between employee engagement and employee performance.This shows that the increase of employee engagement makes the performance increase.The results of this study are in accordance with the results of previous research [37] who concluded that employee engagement has a positive and significant effect on employee engagement.

The effect of employee engagement on employee performance
When looked from the highest outer loading value, the employee engagement variable is strongly influenced by the last indicator, that is pleasure in doing work.Pleasurement in doing the work is very important.If someone is happy with his job, then that person will work with a comfortable feeling and without pressure, but if someone doesn't like his job then it will cause a feeling of being forced and a lack of self-motivation to do the job [38].With a sense of pleasure when doing work, an emotional commitment and the engagement to their work can arise.So that employees will be more enthusiast in doing the task.This will improve employee performance at work.So, if the employee engagement increases, the performance will increase.

The effect of self control in moderating the relationship between employee engagement and employee performance
Based on hypothesis testing, the path coefficient value is -0.142 and p-value is 0.043.This is shows that self control does not moderate the effect of relationship between employee engagement and employee performance.This means that even though employees have high self-control, if the employee engagement is low, then their performance will remain low.This can happen because the achievement of a performance cannot be achieved with just one factor, but there are several factors, one of which is employee engagement and self control.In this study, employee engagement is more dominant between the two factors in influencing employee performance in this company.It is also proved by path coefficient value of the employee engagement which is higher than self-control.
However, the direct relationship between self control and employee performance has a path coefficient value 0.186 and a p-value 0.043.This is shows that the relationship between self control and employee performance is positive and significant.So, if the employee's self-control is high, the performance will high.Otherwise, if employees do not have good self-control, their performance will decrease.Based on survey, the highest average value of the self-control variable is the first indicator, that is the ability to control behaviour (X51).This is shows that employees have a good ability to control their behaviour in the office environment.According to [25], the ability to control this behaviour is very important for someone, especially an employee.With these abilities, employees can manage themselves not to act out of control and not get emotional when there is a problem.Self control ability will make employees can think clearly to find the solutions when there are some problems or conflicts in the workplace.With good self-control, employee will focus on their work and they will not easily to distracted by other things so that their performance remains good.

Managerial implication
There are several things that can be considered to improve the performance of PT.Mitratani Dua Tujuh employees, such as: 1.The development of digital information technology is so fast, therefore companies must be wiser in making regulations for employees related to the use of the periodically to improve employee skills in managing stress and conflict and to maintain high self-control abilities of employees.It is intended to make the employees are able to control their behaviour.3. The company needs to increase employee engagement which can be done by providing team training, leadership training and soft skills training.The trainings can make employees more understand about their work and feel more involved in the company.Beside provide some training, it is also necessary to maintain the relationship between employees and superior team.Thus, employees will feel happy about their work and this can improve the performance.4. The company needs to maintain employee performance by make the employee always being discipline when doing the assignments.It can be done by balancing the time and the number of tasks assigned and ensuring employees to start and complete their tasks according to the given deadline.Thus, employees do not procrastinate on the task.This can prevent and reduce procrastination behaviour that do by the employees.

Conclusions
Based on the research, can be concluded that increasing of cyberloafing causes employee engagement decrease.And then, the increasing of procrastination behaviour deacrease the employee engagement.Futhermore, employee engagement has direct effect to the employee performance.If the employee engagement increase, the employee performance will increase.Then, self-control does not moderate the relationship between employee engagement and employee performance.But, self control have direct effect to employee engagemennt, so the increasing of self control will make employee performance increase.From this research, the company should give attention to employee's engagement to maintain the consistency of their performance.
technology to prevent deviant/counterproductive work behaviour such as cyberloafing and procrastination.It can be done by limiting the excessive internet , 03001 (2024) BIO Web of Conferences https://doi.org/10.1051/bioconf/2024900300190 ICGAB 2023 usage capacity during working hours and limiting access to certain websites that are not related to work.2. The company can provide self-management training and self-control training